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Reinvent the Hiring Process to Prevent Candidate Ghosting

Ghosting isn’t just a dating phenomenon — recruiters are getting ghosted, too. Candidates can vanish at any point during the hiring process, even after accepting a job offer. The traditional job application procedure creates many drop-off points. To keep qualified candidates, hiring managers need to ask: How can we speed up and modernize hiring to fulfill the needs of both parties?

If you aren’t familiar with the term, “ghosting” is when someone ends a relationship by ceasing all communication without explanation or warning. It’s happening more in today’s competitive hiring climate because candidates hold the power — 84% of job seekers admit to ghosting an employer or potential employer within the last year and a half. Companies need a way to keep their potential employees engaged from application to onboarding and beyond.

Hiring managers should consider these three points to prevent candidates from disengaging and ghosting.

Forget the Ways of the Past, Serve the Modern Workforce 

The U.S. Bureau of Labor Statistics reports that there are more than 10 million open jobs and less than six million people looking for work. The surplus of open positions is causing fierce competition for top talent. It starts with the job application. Most job seekers won’t endure overwhelming paperwork or jump through hoops to apply. According to Greenhouse, 70% of online job seekers won’t complete an application if the process takes too long. Eliminating the traditional application process altogether could bring candidates in the door.

Technology is smarter than you think. Conversational AI can manage incoming applications and free up hiring managers’ time. Asynchronous chatbots take just minutes to see if a candidate is qualified to move on to the interview phase, and the conversation can happen anytime, day or night. With this improvement, the opportunity for candidate drop-off decreases dramatically. 

If You Don’t Move Quickly, the Candidate Will Move On

Employers must move quickly to schedule an interview with a promising candidate. When candidates submit their applications, they are more engaged than they will be at any other point. To remain competitive, employers need to jump to respond, no matter what time of day it is. Hiring managers can’t be available 24 hours a day, but they can rely on conversational AI to set up an interview within minutes of screening an application, any time, any day.

The automation eliminates sending back-and-forth emails, playing phone tag, navigating calendar conflicts and waiting for responses. A significant candidate frustration is a lack of response from a hiring manager. No wait time means no opportunity for a candidate to ghost. If the candidate needs to reschedule an interview or ask questions, conversational AI is always available with an immediate response. Companies implementing the tech are experiencing success. 

Respect Their Hustle, Meet Candidates Halfway

Committed as candidates may be, they are still human. The job search is difficult, and everyone can use some additional support. Conversational AI sends reminders throughout the hiring process, ensuring candidates know interview times, application status, onboarding tasks and start date. Maintaining communication eases anxiety and keeps both parties on track. Companies using these automatic prompts report a significant reduction in candidate ghosting. 

Communication remains vital after the interview. Most job seekers expect to hear back from interviewers within a week, or they lose interest. Hiring managers should follow up with candidates as soon as possible to avoid candidate drop-off.

After a hiring manager extends a job offer, communication with the new employee can fall off as they move on to the next round of applicants and interviews. Correspondence is imperative at this stage to prevent important details like onboarding materials, directions to the office, dress code or even start dates from slipping through the cracks. For new hires, a lack of information can lead to feeling confused and forgotten, which can bring on more ghosting. Once again, modern technology provides a solution to breakdowns in communication.

Conversational AI guides the onboarding process. Keeping the lines of communication open between the offer and the start date makes new hires feel more connected to the company and less likely to disappear without explanation. And if they do have second thoughts about the job, conversational AI gives them a way to alert the employer.

Inevitably, some candidates will drop out of the hiring process, regardless of what a company does to prevent it. But providing an unrivaled candidate experience is an employer’s most powerful way to fend off ghosting. In addition, using AI for hiring requires less effort and reduces wait times for potential employees and employers. Stop spending unnecessary time and effort to keep candidates engaged. Leverage available technology to simplify the process. 

Webinar Recap: Diversity and Inclusivity to Attract Resourceful Candidates

Building diversity and inclusivity (D&I) in your hiring is not about leveraging current trends or meeting quotas. D&I is an important strategy to improve your company’s performance and attract high-quality candidates.

In our recent webinar, Diversity and Inclusivity to Attract Resourceful Candidates, Sophie Okonkwo, Global Talent Acquisition – Engineering EMEA at Microsoft, shared how to effectively implement diversity and inclusivity into your hiring practices.

To be effective, Okonkwo said D&I strategies have to be end-to-end in recruiting, starting with creating inclusive job descriptions. “I see some job descriptions that are repellant to candidates, using words that are not appropriate,” she said. “You need to use gender-neutral words.” She said to be careful about using phrases such as “strong candidates to work in a fast-paced environment” which can discourage potentially great candidates from applying.

Okonkwo also shared other D&I strategies in recruiting, such as:

  • Improving diversity in sourcing
  • Using blind hiring tools
  • Sharing D&I employment practices
  • Leveraging a screening framework for interviews
  • Ensuring diverse representation on the interview panel
  • Measuring and promoting D&I efforts

Okonkwo also emphasized the importance of investing in the next generation of diverse talents. “You cannot keep hiring out of the same pool if you are not replenishing that pool,” said Okonkwo.

Watch the webinar on-demand to get actionable tips on creating a diverse and inclusive end-to-end hiring process to improve business outcomes.


Other Upcoming Webinars

Hear from other top industry experts in these upcoming webinars:

Brian Fink’s Boolean Beginners Bash 2023

FEBRUARY 28, 2023 @ 2 PM ET
Learn how to Use Boolean operators, modifiers, search characters, and commands to create candidate searches with Brian Fink, Senior Talent Acquisition Partner at McAfee


How to Design Meaningful Moments at Work

MARCH 7, 2023 @ 5 PM ET
New research on the state of connection, trust, and belonging at work and tips for creating meaningful moments for employees with Andrea Dumont, CMO at Enboarder and William Tincup, President at RecruitingDaily.com.


How Pay Transparency Makes or Breaks Your Talent Attraction

MARCH 14, 2023 @ 2 PM ET
Learn how pay transparency is a good kind of change and how to use it to your advantage when attracting high-caliber talent.


Sourcing Effectiveness: Benchmark Your Process for Strategic Recruiting

March 28, 2023 @ 2 PM ET
Learn how to create strategic benchmarks throughout your recruiting process to be a more effective sourcer with Todd Davis, Executive Talent Sourcing Researcher at ServiceNow.


How Innovative Compensation Tools are Helping Companies Acquire Talent

Although the labor market has cooled in recent months, recruiters still face a ferocious battle for talent. This is why many are investigating innovative ways to gain a competitive advantage, such as technology platforms that allow them to analyze compensation data and craft offers that have a better chance of landing new hires.

Let’s take a look at a few of the tools recruiters are using to secure talent at a time when companies are in need of a competitive edge in the talent market.

Market Intelligence on Salary and Benefits

One of recruiters’ most critical mistakes in the hiring process is failing to disclose a proposed salary or providing such a wide salary range that it’s meaningless to job-seekers. A 2022 survey found that the majority of candidates think “salary transparency should be employers’ number one priority on postings.” One of the top pain points job-seekers cite in the application process is a lack of clarity on salary.

Companies like WTW provide customized solutions that generate competitive market data on geography, size, industry, etc., which allows recruiters to offer salaries and benefits that stand the best chance of attracting and securing talent. HR teams can use these solutions in conjunction with the data they gather on individual candidates (from structured interviews, pre-employment assessments, and other methods of evaluation) to make informed decisions on which salaries and benefits they should offer. Companies can also provide flexible benefits to meet candidates’ unique needs.

Compensation Management and Insights

When a company doesn’t offer salary information, almost one-third of candidates assume it’s hiding something, and 31 percent think the company’s pay structure is biased. While 90 percent of C-suite leaders think they provide sufficient salary information, a 2022 survey found that “just 68 percent of entry-level workers, 60 percent of associate/analyst-level employees, and 60 percent of managers said the same.”

Candidates and employees don’t just want context-free salary numbers – they also want to know how salary decisions are made. Compensation management software offered by companies like Salary.com is designed to help companies make informed pay decisions that take internal and external factors into consideration, account for equity issues, and provide visibility into their salary structures.

Meanwhile, platforms such as Compa synthesize compensation information, keep track of offers and expectations, and establish pay ranges (both external and internal) for all candidates under consideration. HR teams can use this data to craft offers that outline the full range of benefits future employees will receive and present these benefits in an attractive and digestible offer.

Performance Tracking and Professional Development

Employees don’t want their roles to be fixed and static. Professional development and talent mobility have become top employee priorities, which is why HR teams that offer superior internal mobility are in a much stronger position to retain employees than their peers who struggle with it.

HR management platforms such as Cegid Talentsoft make it easier for companies to offer development opportunities by allowing companies to objectively evaluate skills and goals, provide personalized suggestions, and facilitate internal mobility. This will show candidates that your company is serious about providing growth and advancement opportunities for all employees.

It has never been more important for recruiters to have reliable compensation data and the ability to leverage that data in the hiring process. As the competition for talent remains intense, there will be a parallel competition among the platforms that provide recruiters with the tools they need to make predictive hiring decisions and improve the candidate experience.

8 Common Hiring Mistakes Startups Make and How to Avoid Them

Startups can be exhilarating, exciting, and highly rewarding, but they are also hard work and the odds are long. According to the Bureau of Labor Statistics, just 20% of startups fail to make it past their first anniversary and about half fail by year five. The Harvard Business Review says that more than two-thirds never deliver positive returns.

Hiring mistakes aren’t the only reason startups fail to succeed, but they play a significant role. Here are eight of the most common errors companies make when hiring for startups and how to overcome them.

1. Hiring by Resume, Not Experience

Experience will be a determining factor in success, but it requires the right kind of experience. While interviewers will want to examine a resume and a candidate’s background, it’s more important that they have the experience startups need. Just because someone has a degree or worked somewhere else, it doesn’t mean they can hit the ground running.

Another hiring mistake startups often make is hiring for a particular skill. While that skill may be essential, they must have a depth of experience beyond that skill as well. Employees must be able to juggle multiple roles and responsibilities within startups.

2. Ignoring Red Flags

It’s also easy to ignore the red flags that emerge when talking to candidates, especially if they have the skills the startup needs. It can be tempting to ignore the warning signs that come up and figure it won’t matter if they can get the job done. It does matter.

While companies need to make sure they are treating candidates fairly and without bias, hiring the wrong person can undermine a startup, especially in the early-growth stages.

3. Hiring Within Your Network

When starting a business, it is common for a founder to recruit a few people they know and trust. As companies expand, however, they need to go beyond their personal networks to find qualified workers. Hiring friends and family members can make it difficult when it comes to managing them, especially if it’s not working out.

4. Going Too Big, Too Fast

Many startups want to come out of the gate strong, so they go on hiring sprees even before they are ready. Often, startups are looking to grow in size to show investors that they are serious. Other times, ego proceeds profits.

Hiring for startups should be methodical and aligned with strategic goals. Lean and agile teams have guided some of the world’s best startups.

5. Mismanaging High-Volume Hiring

When it is time to grow, startup hiring often includes bringing on board a large number of employees at the same time. High-volume hiring can be a challenge and hiring mistakes are common.

Prioritize the essential, non-negotiable skills, then look for the right cultural fit. Even when companies need to hire people quickly, they must meet the startup ethos to be successful.

6. Ignoring Cultural Fit

Cultural fit is critical for all hires. Startups often have limited resources when they’re growing, so anyone startups hire has to be willing to do whatever it takes to get the job done. Employees must be OK with having to clean the workplace, go buy supplies, take out the trash, run to the post office, or do anything else that comes up.

Hiring for startups also needs to focus on agile and flexible workers. It’s not uncommon for startups to pivot or change priorities as the company evolves. Startups can’t afford to hire workers who can’t adapt quickly when situations change.

7. Hiding Negative Information

Employees want to work for startup founders that are passionate and driven. However, it’s easy to let passion obscure potential roadblocks. During the interview process, make sure to talk about the upside but also discuss any potential negatives about the job.

Employees need to know the reality of the job. They’ll find out soon enough. If a company hasn’t been honest or neglected to tell them negative information, they may not stick around.

If they need a “perfect environment” to thrive, they aren’t suited for a startup.

8. Waiting for Unicorns

While startups need to find key individuals that will drive the company forward, waiting for that unicorn to walk in the door is not a good idea. If unicorns do exist, they’re exceptionally rare. Don’t postpone hiring for key positions hoping to find this mythical individual that may never emerge.

Hiring for Startups

Finding the right employees is challenging in any environment. For startups, it’s essential. Large companies can overcome hiring mistakes, but hiring the wrong people can slow down or cripple startups before they start to gain momentum.

Avoid these common hiring mistakes and improve the odds of startup success.

Is It Easier to Hire During a Recession?

As we inch closer to what is shaping up to be an impactful economic downturn, many questions and concerns have arisen. Layoffs have been on the minds of many, along with what hiring will look like in the possible recession. From shifting the focus inward to weighing the pros and cons, here are insights from recruiters, business executives and HR leaders into the hiring market during a recession as well as their personal plans for 2023.

Incentivizing Existing Employees Instead of Recruiting

Hiring during a recession is certainly more difficult, as employers search for capable and available candidates who often overlook such opportunities while they wait for the economy to pick up again.

An uncommon approach to recruiting in 2023 could be to focus less on job seekers and more on talent retention—by providing better incentives than the competition for current employees, organizations could ensure a steady pool of talent ready for new responsibilities, regardless of the economic climate.

Tasia Duske
CEO, Museum Hack

Focusing on Entry-level

Typically, it is a lot easier to hire people during a recession. Since a lot of businesses want to minimize their costs by cutting down their workforce, it means that there are a lot more candidates than there are open positions. Hence, even if you simply stick with your current recruiting approach, you should be able to pool a significantly greater number of applicants compared to normal.

However, while recruiting talent is easier during a recession, retaining talent is much harder. During this time, there is a lot of movement since people are constantly seeking companies that offer better pay or a better work environment.

To address this, our recruiting strategy for 2023 would be to hire more fresh graduates or candidates with minimal experience. Since not a lot of companies are willing to hire these types of candidates during a recession, we’ll face no shortage of applicants, and we can make sure that they will stick with our company in the long term.

Paw Vej
Chief Operating Officer, Financer.com

Proving Your Company Is Recession-proof

People often transition from one industry to another during economic downturns. They see that certain industries suffer the most during recessions, and on top of that, never bounce back. Lots of people have left print journalism because of declining revenues and resources. Lots of people left the real estate and retail industries during the Great Recession. Many others left the food-and-beverage industry during the throes of the COVID-19 pandemic.

As one industry diminishes in terms of manpower, others show signs of growth. Consumer habits also change a lot during a recession—and many of those changes become permanent, often bolstering entire industries. If you’re in a space that shows signs of being recession-proof, the public is going to notice. Job seekers, in particular, are going to notice—and they’re going to want to apply for jobs at your company. You can use that to your advantage.

Brittany Dolin
Co-Founder, Pocketbook Agency

Viewing Recessions as Opportunities

While some companies are starting layoffs and hiring freezes, others see it as an opportunity to bring in skilled staff members. On the verge of an impending recession, a large number of Silicon Valley businesses are suspending hiring and implementing mass layoffs.

For instance, in a note, Andy Jassy, CEO of Amazon, stated that the layoffs would continue throughout 2023. Tech behemoths like Apple, meanwhile, see the economic downturn as an opportunity. For instance, Apple hired top engineering talent during the economic downturn following 9/11, which allowed the company to introduce the iPhone and iPod in the following years. Business executives must therefore see the recession as an opportunity for long-term growth and act accordingly.

Brian Clark
Founder, United Medical Education

Increasing Digital Marketing and Virtual Tool Usage

It is not necessarily easier to hire during a recession, as there is likely to be more competition for fewer jobs. During a recession, it is important to focus on recruiting the right talent who are driven and have the skills to help your business succeed.

My recruiting strategy in 2023 is to focus more on digital marketing to reach out to a broader candidate pool, and use targeted outreach to find the best talent. Additionally, I will be utilizing virtual recruitment tools to streamline the interview process and enable more efficient decision-making. I will also be leveraging data-driven insights to ensure that my recruiting strategy is aligned with my business goals.

Tawanda Johnson
HR & DEI Consultant, Sporting Smiles

Optimizing the Candidate Experience

The candidate experience will continue to be a deciding factor in competitive hiring. Over the past year, we saw that candidate experience was a critical, deciding factor in the overall success of the recruitment process.

From recruiting to screening to interviewing, providing constant communication, and building a positive candidate experience can make a significant difference in the candidate’s perception of a company and their decision to accept a position.

As the labor market continues to be in turmoil in the coming year, hiring teams will need to build brand-rich candidate experiences that include opportunities to demonstrate their skills through ethical, science-based job previews and/or simulation assessments and offer personalized feedback—as close to real-time as possible—while also providing an opportunity for the candidates to experience what the job is really like.

Eric Sydell
EVP of Innovation, Modern Hire

Leaning into Remote Hires With Diversity and Inclusion

It can be easier to hire during a recession, as there may be a larger pool of unemployed or underemployed individuals looking for work. When there’s a recession, people are more likely to take whatever job they can get—even if it’s not perfect for them or their needs—because they need the money.

This means that companies can find great talent at a lower price point than usual. However, it also depends on the specific industry and job market conditions. Recruiting strategies are constantly evolving and can change depending on economic conditions. We are focusing more on virtual recruiting and remote hiring due to the shift towards remote work. Additionally, we aim to build a diverse and inclusive workforce as part of our recruitment strategy.

Kimberley Tyler-Smith
VP, Strategy & Growth, Resume Worded

Involving the Extended Team in the Process

During a recession, the job candidate pool gets bigger, which is both good and more challenging. An attractive job opening will generate more interest, more candidates and a bigger pile of resumes and cover letters to wade through. You will probably need more people to sift through all of the applicants.

Finding the standouts becomes more labor-intensive, so you will need to devote more resources and personnel to assist you in compiling the best group of candidates. Sometimes, you may need to ask non-managers to help you with that. Call on your top producers to help you, as they know better than anyone else what skills are required to excel at your company. Seek feedback and assistance from them. Hiring during a recession typically calls for more manpower.

Juan Pablo Cappello
Co-Founder & CEO, Nue Life

Finding the Pros and Cons

Yes, it’s a great time for individuals who have taken the plunge to explore something new, such as freelancing or side hustles. This is how startups are born.

Right now, we are seeing Microsoft investing $10 billion in OpenAI but laying off 10,000 staff at the same time. Freelancing opportunities work well during recession times for those who take the brave decision because it pays well and, for the employer, it’s a low-risk strategy.

On the employment side, hiring during a recession can be tricky, and it really depends on the situation. Companies may have limited resources and budgets, so they may have to be more selective in whom they hire. On the other hand, there could be a large pool of qualified applicants, which gives employers plenty of options to choose from. Ultimately, it’s important for companies to carefully assess their needs and figure out what hiring approach works best for them.

Harman Singh
Director, Cyphere

Unintended Impacts: Where DEI Is Working and Where It Isn’t

We’re well into 2023, but some recruiting challenges from 2022 have decided to come along for the ride. Between a continued talent shortage and attracting the right (and qualified) job candidates is still high on the list of most recruiting professionals.

However, diversity, equity, and inclusion (DEI) is hardly waiting in the wings. Qualified candidates (no matter how hard to find) still want to work at an organization that prioritizes DEI, and organizations want to continue attracting the right talent.

After all, DEI has served as a cornerstone for successful companies, helping to capture more customers, increase creativity and innovation, and realize more profits.

But it’s easy to pump up DEI and throw these terms around, but let’s dig deeper. What’s actually working and what isn’t when it comes to the job candidate life cycle – from sourcing to making an offer?

Keep reading to learn more about how DEI is working (and isn’t working) in the hiring process.

Where We Stand

Recently, Lever released its 2022 DEI Through the Recruiting Lifecycle Report, finding that Black, Hispanic, and Asian employees were more likely to report hiring biases than white employees. Further, 62 percent of employees felt they were interviewed only to check the diversity requirement.

With the U.S. population more racially and ethnically diverse than ever before, this is really unacceptable. So, are DEI initiatives just not working? Or is progress terribly slow?

Here are our thoughts on DEI’s role in sourcing and interviewing.

DEI & Sourcing

Sourcing has looked a bit different these past couple of years, with remote and hybrid working arrangements becoming a prime focus. But, to meet their diversity goals, recruiting professionals must continue to refine their sourcing strategies to ensure a diverse and inclusive workforce – no matter where employees work.

When creating a diversity sourcing strategy, recruiting professionals develop a process to find talent with diverse backgrounds, experiences, educational levels, geographies, genders, languages, disabilities, and so on.

However, we tend to think only of changing our language in job descriptions or ads. And, while using inclusive language in job descriptions or ads is critical, we can’t stop there – we need to look beyond this threshold DEI requirement when sourcing talent.

Here are three helpful tips on sourcing diverse talent (beyond job descriptions and ads):

  • Recruiting professionals can diversify their talent pools by using LinkedIn as more of a refined tool rather than as a blanket announcement that you’re hiring. For example, you can filter when reaching out to prospective candidates on LinkedIn by finding candidates who identify as “she” or “their.” Additionally, you can use hashtags to narrow your search, such as “Black History Month,” “Pride Month,” or “International Women’s Day.”
  • Encourage your minority employees to refer potential job candidates – after all, people tend to refer people similar to themselves. So, create an internal employee referral program where typically underrepresented employees can refer qualified talent like them.
  • Target candidates where they gather (in-person or online). By reaching out to different sources, such as HBCU colleges or online platforms that attract different populations, such as theblackwomenintech.com or the Hispanic / Latino Professionals Association.

DEI & Interviewing

Prioritizing DEI doesn’t stop at sourcing, of course. It must be intentionally carried through the hiring process, and that includes the interview phase.

Unintentional bias can sneak into the interview process, wreaking some level of havoc on your carefully-crafted DEI program. However, how can we counteract these biases if we don’t recognize that we all unconsciously have them?

For example, the types of names we hear (or see on a resume or job application) can lead to unintentional biases. A recent study published by the National Bureau of Economic Research found that job candidates who have “distinctively Black names” have a lower probability of moving forward in the hiring process than job candidates with “distinctively white names.”

One way recruiting professionals can address unconscious bias is to standardize the job interview. In non-standardized interviews, there’s typically no consistency across the interviews, even if there is a general set of questions to guide the process.

In standardized (or structured) interviews, on the other hand, candidates are asked the same interview questions in the same order. According to Harvard Business School Professor Francesca Gina, standardized interviews reduce bias by “focusing on the factors that have a direct impact on performance.”

As we’re still in the first quarter of 2023, now is the time for recruiting professionals to re-examine their DEI efforts in the hiring process to see what’s working and what’s not. But don’t just depend on your own review. Talk to your job candidates. Request feedback after they are offered a position (and even for those who aren’t).

And, finally, look at your data. Understanding your hiring metrics is critical to revising and refining your DEI efforts when recruiting.

How to Convey Your Company Culture in Job Descriptions

When it comes to finding the perfect candidate for a job, it’s not just about their qualifications and experience. Having a candidate that fits in with your company culture is just as important, if not more so. In fact, according to a study by Deloitte, 82% of companies believe that having a strong company culture is a potential competitive advantage.

But how do you attract those candidates who will be a great culture fit for your organization? It all starts when you incorporate your company culture into your job descriptions. By highlighting your organization’s unique traits and values in your job postings, you can attract the right candidates from the start.

The importance of company culture in job descriptions can’t be overstated. A study by Glassdoor found that positive company culture is the number one factor that job seekers consider when evaluating job opportunities, and 56% of employees say that company culture is more important to them than salary.

But it’s not just about attracting the right candidates; it’s also about saving yourself time and resources. A report by the Society for Human Resource Management reveals that it can cost up to one-third of an employee’s annual salary to replace them. By conveying your company culture in job descriptions, you can deter candidates who aren’t a fit from applying, saving yourself the hassle of interviewing and potentially hiring the wrong person.

In this post, we’ll explore the importance of company culture in job descriptions, give you practical tips on conveying it effectively, and provide some statistics to back it up. But first, let’s understand the components of a decent job description.

What Should a Job Description Include?

A job description should include several keywords and components to effectively communicate the position’s responsibilities, qualifications, and expectations. These components include:

  • Job title and summary: The job title should accurately reflect the position and be easily understood by the target audience. A summary of the position should provide a brief overview of the primary responsibilities and objectives.
  • Responsibilities: A list of the primary and secondary responsibilities of the position, including specific tasks and duties.
  • Qualifications: A list of the education, experience, skills, and qualifications required for the position. It should be specific and clear; if the job requires specific skills or education, it should be highlighted in the description.
  • Expectations: Information about the type of work schedule, travel requirements, and other expectations of the position.
  • Company culture and benefits: Information about the company’s culture, values, and benefits can also be included. This will provide a sense of what it’s like to work for the company and what the company offers to its employees.
  • Salary or salary range: Including a salary range or the specific salary for the position can help attract suitable candidates and deter candidates unwilling to accept the job at the given salary.

These components can vary between industries and the unique traits of the position. Let’s see how you can convey your company culture in some of these components.

Job Objectives for Culture Fits

Writing the job role objectives section of your job description is an excellent opportunity to convey your company culture to potential hires. This section tells a candidate the objectives they’ll be expected to achieve and provides a high-level statement outlining the impact of their work. By including information about your company’s mission, goals, and values, you can give candidates a sense of what it’s like to work at your organization and how they’ll fit into the larger picture.

For example, you can share your company’s long-term mission and how the position they’re applying for will support that mission. This can give candidates a sense of purpose and how their work will make a difference. You can also mention the impact you hope to have on your community or the ideal experience you want customers to have. It will give candidates a sense of how their role will contribute to the company’s larger impact on the world.

Mention the company’s values and how the position aligns with those values. It will attract candidates who share similar values and align with the company’s culture. It will also give them a sense of the larger picture and how their work will contribute to the company’s mission, goals and values.

Craft the Responsibilities Section

The responsibilities section of your job description is crucial as it outlines the specific tasks and duties the candidate will be expected to perform. However, this section can also be used to enhance the conveyance of your company culture. Here are a few ways to do that:

  • Use language that aligns with your company culture: When describing the responsibilities, use language that reflects your company’s values and culture. For example, if your company values teamwork, you can use phrases such as “collaborate with cross-functional teams” or “work closely with colleagues.”
  • Highlight opportunities for growth and development: If your company values professional development, you can include language highlighting opportunities for growth and development within the role. This can include language such as “opportunities for advancement” or “on-the-job training.”
  • Mention the company’s mission and goals: In addition to listing the specific responsibilities, you can also mention how the role contributes to the company’s mission and goals. This can give candidates a sense of how their work will make a difference and aligns with the company’s culture.

Shine the Company Description

The company description section of your job description provides potential candidates with a snapshot of your organization. It’s an opportunity to give them a sense of your company’s culture, values, and mission. Here are a few tips for writing an effective company description:

  • Highlight your company’s mission and values: Your company’s mission and values should be at the forefront of your company description. This can give candidates an idea of what your organization stands for and what it values.
  • Include information about your company’s history: A brief history of your company can provide context and give candidates an idea of how your organization has evolved over time.
  • Describe your company’s culture: Use descriptive language to give candidates a sense of what it’s like to work at your organization. This can include information about the work environment, team dynamics, and company events.
  • Mention any awards, recognition or notable accomplishments: Highlighting any awards, recognition, or notable accomplishments your company has received can give candidates a sense of your company’s reputation and standing in the industry.

Highlight the Right Benefits and Perks

Here you have the opportunity to showcase what your organization has to offer beyond the basic salary and benefits package. But it’s not just about listing out what you offer, it’s also about highlighting the benefits and perks that align with your company culture and values. This can help attract candidates who are a good fit for your organization.

Here are a few tips for highlighting the right benefits and perks:

  • Align with company culture: Consider what benefits and perks align with your company culture and values. For example, if your company values work-life balance, you can highlight flexible schedules or remote work options.
  • Highlight unique benefits: If your company offers unique benefits or perks, such as on-site childcare or a wellness program, make sure to mention them in your job description.
  • Provide context: Don’t just list benefits and perks, provide context and explain how they align with your company culture. For example, instead of just listing “health benefits,” you can mention that the company values employee wellness and offers health benefits as part of that commitment.
  • Emphasize the benefits that are important for the role: Consider the specific benefits that are relevant to the role and will be most important to the candidate. For example, highlight a travel allowance or other perks to make the journey easier if the position requires a lot of travel.

Give an Idea on Career Advancement

Here are a few tips for aligning company culture and career growth opportunities in your job description:

  • Consider how the career growth and advancement opportunities align with your company culture and values. For example, if your company values professional development, you can highlight opportunities for training and skill-building.
  • Don’t just list growth opportunities. Provide context and explain how they align with your company culture. For example, instead of just listing “career advancement opportunities,” you can mention that the company values employee development and offers career advancement opportunities as part of that commitment.
  • Provide specific examples of opportunities for growth and advancement within the company, such as roles, responsibilities and positions to which the candidates can aspire.
  • Emphasize the benefits that are important for the role. Consider the specific opportunities that are relevant to the role and will be most important to the candidate. For example, if the role requires a lot of travel, it would be beneficial to highlight opportunities for international assignments or other perks to make travel easier.

Final Thoughts

Incorporating your company culture in job descriptions is an effective way to attract the right candidates and convey the company’s image to the public and potential candidates. It’s crucial to take the time to craft job descriptions that accurately reflect your company’s culture and values. By doing so, you’ll be well on your way to building a great team of employees who align with your company culture and are committed to achieving your company’s goals and mission.

Accessible Hiring Practices with Neurodivergent Talent

When 800 businesses were asked if they had implemented a DEI strategy in their hiring process, 56% answered yes, while an additional 24% said they plan on implementing one. Recruitment of neurodivergent talent is skyrocketing in a new age where a company’s commitment to diversity and inclusion can have a tangible impact on the connection they make with customers.

It’s no surprise why: neurodiversity hires have been found to benefit workplaces in myriad ways. Neurodivergent describes a person whose thinking is atypical due to their brain and mental makeup. These cognitive abilities are assessed on a spectrum. In a culture that increasingly favors diversity of perspectives, neurodivergent candidates contribute talents and skills workplaces may lack without their presence.

An increasing amount of people in the U.S. identify as neurodivergent, with some studies estimating that up to 15-20% of the country’s population is neurodiverse. This rise is, in no doubt correlated to increased awareness around autism and neurodivergent tendencies. The U.S.’s criteria for diagnosing autism, the Diagnostic and Statistical Manual of Mental Disorders, adapts as new studies are conducted. In recent years, more neurodivergent individuals, including children, have gained access to special government-sponsored programs as the manual has broadened to encompass them.

Attracting Diverse Candidates

Before interviews occur, companies are encouraged to advertise their desire to onboard neurodivergent employees on their career pages to attract candidates. The best way to achieve this is to create a mission statement that expresses your organization’s commitment to DEI. A candidate’s first contact with your company will likely be through the marketing department as they investigate your organization’s mission. The first impression your company should make is that all are welcome, including neurodivergent applicants. Candidates that are on the spectrum can be discouraged from applying to job listings that do not offer concessions based on physical and mental abilities. If adjustments can be made to the interview process or the job at hand, it is worth noting this in the job description, along with the DEI policy and stances your company stands by.

Neurodiversity can vary significantly between candidates. Recruiters are encouraged to adjust their hiring practices to not only attract neurodivergent talent but ensure the hiring process accommodates their needs rather than create obstacles to their success. One way to discover what works best for a candidate who self-identifies as neurodivergent is to schedule a short phone call where the recruiter can walk that candidate through the application process and inquire if any portion stands out as an obstacle for the candidate. For example, if the candidate flags they would have trouble with a Zoom interview, the recruiter can offer a phone interview instead.

Interview Processes Should be Accommodating

The key to this process’s success is to operate as though no two neurodivergent candidates are alike because they are not. First and foremost, recruiters and hiring managers should seek to understand each individual candidate, by asking about their preferences before proceeding. For instance, some candidates will likely thrive in an environment free from distractions. So, for in-person interviews – a quiet, clutter-free room will be best. Likewise, if multiple stakeholders are needed to sign off on a new hire, interviews should be conducted individually instead of in a group setting.

Multiple options can be offered to neurodivergent candidates for them to choose the one they are most comfortable with. A concession can be given to a neurodivergent candidate interviewing for a non-client-facing role if interpersonal skills are not a strong suit of theirs. In this case, an interview can take shape in a series of tests that evaluate the skills a candidate will need on the job while forgoing the added pressure of a face-to-face interview where their nature may hold them back. Asynchronous interviews can also be offered to allow a candidate to take their time with the process and present prospective employers with a version with themselves they are comfortable sharing. A written assessment can be given to applicants who express that their personality and skills will best be shared through a written medium rather than verbally.

Put Yourself in their Shoes

A little goes a long way in helping candidates feel seen and valued by prospective employers. This is especially true for neurodivergent talent, who have traditionally been overlooked when recruitment processes are built out. Hiring managers should take a step back and ask if their job listings and recruitment materials are truly inclusive to the most marginalized amongst us.

At the end of the day, the candidate who can perform a job’s duties should be hired, so questions and tasks should provide candidates the ability to demonstrate their capabilities. This can work in favor of a neurodivergent candidate who can excel at a technical skill but may have difficulty answering abstract questions in a formal interview.

If your company already has neurodivergent talent, this is an excellent opportunity to bring them into the process and get a first-hand opinion on what they found challenging about the hiring process or what adjustments could be made in the office to accommodate them.

Liquidity Oracles: Why CFOs are Essential When Recruiting C-level Positions

Not long ago, we applauded medical workers for fighting in the frontline against a global pandemic. The focus on essential workers took center stage as many businesses hustled behind the scenes to survive critical management of their finances. During this confusing time, good Chief Financial Officers (CFOs) became the heroes for businesses.

As CFOs faced the ‘worst case scenario’ ever imaginable, they were forced to fine-tune skills, stay calm, manage debt, and plan like they’d never planned before. Brilliant CFOs became a matter of survival. But the pressure to meet expectations for these liquidity professionals meant that many CFOs took early retirement, a career break, or an adjustment in their career direction. An increase of 27.6% of CFOs resigned from S&P 500 companies from 2019 to 2020. As a result, we’re seeing a big focus on filling CFO roles. And what big shoes those are.

Why have these bean counters become so vital, and what does it mean for recruiters and talent acquisition teams?

Why are CFOs Essential for Survival?

Financial expert Paul Ainsworth wrote for Toptal Finance about the evolution of CFOs. He talks about how “older” record-keeping tasks are a critical but minimum requirement. Today’s new CFO applicants need to “drive the direction and success of the organizations they work in using their knowledge and understanding of the financial position of the company.”

The shinier and more evolved role for CFOs is now positioned in top seats as their voices hold volume regarding strategy and decision-making in a business. Plus, they must adjust their plans when environments change or ‘worst-case scenarios’ become a reality. Ainsworth rephrases the job description of CFOs as “business partners to the CEO, who help guide and influence decision making using the financial context as an integral driver of such choices.”

Tips for Recruiting CFOs in Today’s Climate

Recruiting C-level positions requires the most excellent grasp of the role as these “must have” positions come with elevated responsibility for the survival and success of a company.

Know The Updated Desirable Skills in Today’s CFOs

When recruiting for C-level positions, it’s vital to understand what businesses need. With a 6% growth rate in CFO jobs for 2021-2030, we are guaranteed to see fresh, young talent entering the CFO arena. Many of these applicants may have worked at VP finance levels and are seeking to advance to CFOs.

Here are some qualities and skills to seek when sourcing applicants for C-level CFO positions:

  • An understanding and fluency of digital transformation and automation trends and practices
  • Investment knowledge
  • Scenario planning and ability to plan ahead
  • Calm during crisis, and ability to offer examples of how they’ve managed in a high-stress situation
  • Strong financial modeling skills
  • Communication and interpersonal skills for addressing c-suite coworkers
  • Adaptable and a keenness to adopt innovative solutions (future-proofing)
  • Creative problem-solving skills with examples from experience
  • An understanding of talent costs, as well as retaining and acquiring new talent
  • They come with a network of relevant connections in banking, auditors, lawyers, etc

According to Deloitte’s CFO Signals survey, 63% of CFOs mention Financial planning and analysis (FP&A) and 46% of management reporting as their wish list areas for improvement.

Understand Which Questions to Ask

During the interview, gather their stories about how they’ve managed crises and come up with solutions to tricky challenges. How did they lead the team? Offer opportunities for the applicant to talk about how they manage investments, how they determine when credit versus fundraising is essential, and more. Assess their attitude and grasp on innovation that is trending.

CFOs hold leadership positions. It’s vital that they have what it takes to serve as strong business partners.

Do Your Research to Provide a Good Recruitment Process

Recruiting C-level positions can take time, months even. When recruiting, make an effort to research the top candidates and provide a personalized approach. Building relationships benefit agencies. Do this by taking your time and focusing on candidates, communicating where they are in the hiring process. Networking is key when it comes to filling C-level positions.

Hiring CFO Heroes

During extreme inflation and recession prospects, brilliant, forward-thinking CFOs can be the heroes that help a business survive and thrive. Situating yourself as an approachable, invested, and interested recruiter will bring more C-level posts your way. Businesses can then rely on you to bring them “hero” candidates.

How to Identify and Address Bias in the Recruitment Process

DEI is an important part of the workplace, benefiting not only the employee but also the company as a whole. It’s becoming ever more pressing with the emergence of new technology to understand our biases and set precedents to uphold DEI.  From setting adequate standards to creating a considerate bias reduction plan, here are insights from recruiters, executives and HR leaders on how to identify and address bias in the recruitment process.

Start With Identifying Standards

The biggest misconception we have about identifying bias within a recruiting process is that we can easily spot it while we are in it. We usually spot bias in hindsight—or at the very least, after it’s too late to do something about it.

Identify bias by identifying standards for recruiting questions and evaluation metrics. Have hiring partners give anecdotal and quantitative scores and hold them up against predetermined standards and metrics.

Joey Price
Owner & Podcast Host, Jumpstart:HR

Look at the Outcomes

If your headcount is diverse, you are likely doing something correctly. If you continue to hire a homogeneous group of people despite interviewing diverse candidates, then no matter what process you are using, you’ll see your approach is off.

This is obviously a lagging indicator since the hiring has to be completed in order to reveal bias, but after a round or two of hires, you should be able to see whether your process supports a diverse team. It’s also important to be aware of unconscious biases in the recruiting process in order to avoid them, such as confirmation bias, affect heuristic, the halo or horn effect, affinity bias, conformity bias and gender bias.

In a competitive talent landscape, we can be quick to hire for fear of losing a great candidate, but snap decisions can lead to bias—even if it isn’t intentional! We need to take time to ensure the best fit and commitment to DEI.

Amy Spurling
CEO & Founder, Compt

Create a Clear and Structured Process

It is inevitable to be influenced by bias during the hiring process; however, if you begin by assessing the required skills and values your company looks for, it will help to strengthen the process.

Refrain from using excuses such as “the individual appears more motivated” or “the applicant will work well with the team” as a justification for hiring. If the groundwork is done and you remain consistent, that should be enough.

Carlota Montoro
International Talent Consultant, Independant Consultant

Use a Multi-modal Approach

Bias can easily infiltrate any recruitment process, as all people inherently have biases. To counteract this, a multi-modal approach is crucial in order to create an unbiased hiring process.

One option is to use structured interviews, where all candidates are asked the same questions and evaluated based on predetermined criteria. This can help to reduce the influence of unconscious bias and ensure that you evaluate all candidates fairly. Having a diverse hiring panel can also help to reduce bias in the recruitment process.

Even with structured interviews and a diverse hiring panel, there may still be instances of bias. Another way to address this is to use objective measures, such as skills tests or work samples, to evaluate candidates besides interviews. You can also use blind resume reviews, where names, addresses and other personal information are removed from resumes to prevent bias based on factors such as race, gender or socioeconomic background.

Cristina Imre
Executive Coach & Mentor for Founders, Quantum Wins

Examine the Beliefs that Shape Your Company

As an anthropologist, I recommend examining the power dynamics and the cultural values and beliefs that shape the organization. These dynamics and values often result in implicit biases in the recruitment process.

To identify bias, it’s crucial to regularly review and analyze the data and metrics related to the recruitment process, including demographic information and hiring outcomes. This analysis can reveal disparities and provide insights into where biases may exist.

Once bias has been identified, it’s essential to address it proactively through training, education and implementing strategies to increase diversity and inclusiveness in the recruitment process. This can include creating more diverse interview panels, using objective and standardized evaluations and promoting a culture of open communication and inclusiveness.

Matt Artz
Business Anthropologist, Matt Artz (Consultant)

Be Mindful of the Screening Process

One way to mitigate bias in the recruitment process is to be mindful of the language and criteria used to screen and select candidates. Automated screening tools can help to identify issues such as gender-specific language, that may cause discriminatory practices.

Once any biases have been identified, it is important to develop a plan of action to address them. This could include implementing fair recruitment policies, training hiring managers on unconscious bias and introducing diversity goals and initiatives. When communicating with hiring managers about candidates, be as gender-neutral as possible. Refer to the candidate as “the candidate” rather than saying “she” or “he.”

Tawanda Johnson
HR & DEI Consultant, Sporting Smiles

Employ AI Judiciously

Unconscious bias often happens in the recruiting process as teams innately gravitate toward candidates with similar characteristics and backgrounds, rather than focusing specifically on more objective information, like job-relevant skill sets and potential for success.

Because of the powerful nature of AI algorithms, hiring teams can mitigate bias during the interview and assessment process by matching candidate skills to job-specific roles to identify the best fit. Additionally, algorithms trained with protected class data can identify previously undetected biases, and once they are identified, they can be removed from the decision-making process. This is the case, of course, as long as the AI recruiting system does not introduce its own biases; we must employ AI judiciously and sparingly to mitigate and identify bias.

Eric Sydell
EVP of Innovation, Modern Hire

Review Percentages

I’ve been fortunate to have had a lot of candid conversations over the years with a lot of employers, recruitment process outsourcing companies and recruitment advertising agencies. Many of those conversations have centered on the efforts by some employers to reduce bias in their recruitment process in order to be more inclusive and increase the diversity of their workforces. However, many of the conversations have also centered on how to increase bias in order to be more inclusive and increase the diversity of their workforces.

Bias isn’t necessarily good or bad. Bias can mean increasing your outreach to under-represented groups in order to be more inclusive. If the employer believes that the existence of bias is leading them to be less inclusive and so they want to identify and then eliminate that bias, one of the best approaches is to first identify and measure the total addressable market and then compare that to your marketing funnel at each stage from top to bottom.

Steven Rothberg
Founder & Chief Visionary Officer, College Recruiter

Introduce Multiple Perspectives

Many candidates who have interviewed with large companies such as Amazon report they had to go through “rounds” of interviews with various managers across the company. This process reduces chances of favoritism, preferential treatment or other forms of bias, so I recommend considering introducing multiple managers from different areas to do “short-round” interviews with a potential new candidate.

Amri Celeste
Interview Coach, A Celeste Coaching

Educate on How to Recognize Biases

Unconscious bias is prejudice or stereotyping that can influence decisions without conscious awareness. Several types of unconscious bias may be present during recruitment processes, such as:

  • affinity bias (the tendency to favor people similar to oneself)
  • confirmation bias (the tendency to see information that confirms one’s beliefs while ignoring evidence that contradicts them)
  • in-group bias (the tendency that people have to favor their own group above others).

To prevent unconscious bias from influencing recruitment decisions, organizations must take proactive steps. Companies should create a comprehensive hiring policy with concrete guidelines for DEI in recruitment, implement measures such as blind screening and standardized interviews during the selection process, provide DEI training on how to recognize unconscious biases and consider using outside recruiters who specialize in diversity recruiting.

Vivian Acquah
Inclusive Workplace Wellness Advocate, Amplify DEI

Identify Patterns and Develop a Bias Reduction Plan

Use blind recruitment techniques such as removing all Personally Identifiable Information (PII) from the resume screening process. Consistently use structured asynchronous video interviews with Whitebox Artificial Intelligence (AI) that is trained to be blind towards age, gender, ethnicity for a fair and objective assessment approach.

Also, use diverse interview panels and train your recruitment teams on the importance of diversity and inclusion. Once you have the data to identify any patterns or disparities in the recruitment process, develop a bias reduction plan, monitor progress and continuously review and update your recruitment process.

Sunny Saurabh
Co-Founder & CEO, Interviewer.AI

What Hiring Professionals Can Learn From the NFL

As the NFL season comes to a close, teams are and will be taking a hard look at their coaching staff – especially considering some of the franchises that had a rough year. It’s difficult to imagine New England Patriots head coach, Bill Belichick, being satisfied with yet another losing record. With owners and head coaches reassessing their programs, let’s consider a few of the hiring and recruitment strategies they’ll likely be using to get the right people in the right spots.

Hiring managers and HR professionals might be surprised at the relevance of NFL hiring for their own recruitment strategies.

Individual Performance and Qualifications Have to be Placed in the Context of a Larger System

Owners, coaches, and other leaders are focused on finding the right fit for the type of organization they’re trying to build. If a team runs an innovative and explosive offense (like the Kansas City Chiefs, for instance), it wouldn’t make sense to hire a staid offensive coordinator who doesn’t want to experiment or take risks. It’s also vital to hire coaches that fill a gap in the staff and add value. If you already have an excellent running back coach and your ground game is stellar – while you’re struggling to put the ball in the air – it might not make sense to hire an offensive coordinator with extensive experience coaching running backs.

Of course, there are exceptions – the offensive coordinator might be a great pick for other reasons. But the overarching point still holds: a new hire has to be a good fit in terms of skills, experience, and temperament. The same principle applies to any hiring process – by ensuring that a new employee is synchronized with the rest of your team, you’ll amplify the team’s strengths while reducing the likelihood of conflict. At a time when two-thirds of company leaders say the organization’s culture is even more important than its strategy or operating model, finding people who complement your existing workforce and share your values is critical.

Assess Candidates Systematically and Fairly

Belichick found himself at the center of a major controversy about representation among head coaches in the NFL last year. On January 24, 2022, Belichick texted Brian Flores (the former head coach of the Miami Dolphins) to congratulate him for landing a job as head coach of the New York Giants. There were just two problems: First, Flores hadn’t, in fact, been selected for the job (which was going to Brian Daboll, hence the confusion). But even more disconcertingly, Belichick texted Flores two days before he was scheduled to interview. When Flores sued the NFL for racial discrimination, these messages were part of the lawsuit, as they suggested that the Giants were only interviewing him to avoid falling afoul of the Rooney Rule – which requires teams to interview at least one diverse candidate.

Fairness and objectivity should be integral to any organization’s hiring process, especially at a time when DEI has never been more important. Beyond the fact that the perception of fairness and representation is crucial – three-quarters of candidates report that a diverse workforce is a key factor when evaluating job offers – companies should never make hiring decisions on the basis of limited information. Every candidate’s application should be given equal weight and selections should be made on the basis of their likelihood to succeed in the role.

Objective tools such as pre-employment assessments can mitigate the bias that often creeps into conventional approaches to hiring (such as resumes and unstructured interviews), while a consistent set of criteria for all candidates will hold everyone to the same standard. No matter what strategies and resources you use, respect candidates’ time and focus on providing an excellent hiring experience. This is what the Giants failed to do when Flores interviewed for a job he knew he wasn’t going to get.

Make Your Hiring Process as Holistic and Data-Driven as Possible

One of the most significant resources NFL coaches have is access to a vast amount of data. For a potential defensive coordinator, teams can analyze everything from points and yards given up to turnovers to fourth down stops. For an offensive coordinator, they can examine total passing and rushing yards, red zone success percentage, points scored, and countless other indicators of performance. But the most incisive analysts go beyond top-line numbers and consider potential coaches holistically, which means asking questions such as: what injuries did they have to work around? How difficult was their schedule? How did their numbers improve or deteriorate over the season (or over longer time horizons)?

Like NFL coaches, hiring managers have never had more access to data about candidates. But data by itself only gets you so far – you have to be capable of extracting the signal from the noise and determining how well candidates will perform on the job. In some cases, this means balancing a sparse resume with impressive performance on certain projects or assessments. In others, it means taking a close look at how unique skills could transfer from industry to industry. Every candidate should be evaluated as an individual.

Final Thoughts

The most successful hires in the NFL will be the coaches who build on an organization’s existing strengths, provide skills and perspectives that are missing or underemphasized on the sidelines, and have a record of adaptability and success in the League. These are all fundamental characteristics that hiring managers in any industry should be focused on.

It’s Never Too Late: Recruitment Trends and Tips for 2023

Recruitment is a constantly evolving field, and staying ahead of the game is essential for success in today’s fast-paced job market. As the world continues to change, so too do the trends and best practices in recruitment. From the rise of remote work to the increasing importance of empathetic workplaces, it is more critical than ever to stay informed and adapt to the latest developments.

In this article, we will explore the key recruitment trends and tips for 2023. We will cover everything from the impact of the gig economy to the skills of the future and how to attract and retain top talent. Whether you’re a seasoned HR professional or just starting out in the industry, you’ll find valuable insights and actionable advice to help you succeed in the year ahead.

Let’s start with the first most expected:

Remote Workforce, A New Norm?

The COVID-19 pandemic has forced businesses to quickly adapt to remote work, and this shift has shown us that remote work can be a viable option for many organizations. As a result, remote work has become a hot topic in the world of recruitment and employment. At this point, it should be obvious. ‘It’s a permanent fixture’, already mentioned by countless industry experts and studies. 

Advantages of Remote Work:

  • Increased flexibility and work-life balance for employees
  • Reduced costs for businesses (e.g. office space, commuting expenses)
  • Access to a larger pool of talent

Disadvantages of Remote Work:

Best Practices for Managing a Remote Workforce:

  • Clear communication and expectations
  • Regular virtual check-ins and team-building activities
  • Providing the necessary tools and technology for remote work
  • Establishing trust and accountability

The Gig Economy is Seeing New Heights 

The gig economy has been growing rapidly in recent years, and it is expected to continue to do so in 2023 and beyond. The gig economy refers to a labor market characterized by the prevalence of short-term contracts or freelance work, as opposed to permanent jobs. It’s going to be worth $445 billion dollars, with an average growth of 17% a year.

This trend has been driven by technological advancements, changes in the labor market, and the increasing desire for flexibility among workers. On the one hand, gig workers can provide companies with access to a flexible and cost-effective workforce. On the other hand, attracting and retaining gig workers can be challenging, as they tend to be more independent and have different expectations compared to traditional employees.

Lisa Johnson, Ecommerce Expert at Geeks Health says “To succeed in the gig economy, companies must adopt a strategic approach to recruitment and retention. This includes understanding the motivations and needs of gig workers, creating attractive and competitive compensation packages, and offering flexible work arrangements.

Additionally, companies must invest in technology and tools that support the management of a dispersed and diverse workforce. For example, a small business that needs a new website design can quickly find a freelancer with the necessary skills and experience on a platform like Fiverr. The freelancer can complete the project on a flexible schedule, and the small business only pays for the work that has been completed. 

This is a win-win situation for both parties, as the small business gets the work done quickly and efficiently, while the freelancer gets paid for their skills and expertise.

Skills of the Future and Their Impact on Hiring

The rapidly changing technological landscape has resulted in a shift in the skills that will be in demand in the near future. Understand the skills that are poised to become the most valuable. The development of new technologies such as artificial intelligence, the Internet of Things, and blockchain has resulted in the creation of new roles and an increased demand for certain skills. 

For example, data analysis and interpretation, machine learning, and cybersecurity are becoming increasingly important. Stay on top of these shifts in demand so that you can attract and retain top talent in your organization. You might even see job boards like ‘Hiring ChatGPT Prompt Engineers’, or ‘Hiring Dall-E Prompt Experts’. Simply, because that’s what’s likely going to be a trend, and a mode of work in the future. 

Jonathan Faccone, Managing Member & Founder of Halo Homebuyers adds “One of the best ways to stay ahead of the curve is to invest in reskilling and upskilling programs for your employees. This will help them to develop the skills they need to stay relevant in a rapidly changing workforce.” 

Additionally, encouraging your employees to attend workshops, conferences, and other learning opportunities will help them to stay up-to-date on the latest developments in their field. Professionals of all spheres, especially writers, programmers, and designers, are hiding away from AI, fearing the replacement of their jobs. Your job as an HR, recruiting manager, or organization, is to help them embrace these technologies, and motivate them to evolve their skills accordingly.

The Rise of the Entrepreneurial Spirit

In recent years, there has been a significant shift in the way people view work and career development. The traditional 9-to-5 job model is becoming less appealing to many, and instead, a growing number of individuals are opting for a more flexible and independent career path — one that is often fueled by their entrepreneurial spirit.

Lachlan de Crespigny, Co-Founder and Co-CEO of Revelo says “This rise in entrepreneurship has far-reaching implications for the recruitment industry. With more people starting their own businesses and seeking out freelance work, the pool of talent available to companies is changing.” 

Moreover, this new generation of entrepreneurs is characterized by a strong desire for work-life balance and a willingness to take calculated risks to achieve their goals. For companies looking to attract and retain top talent, understanding this trend and the motivations behind it is crucial. By creating a workplace culture that supports entrepreneurial endeavors, companies can tap into this growing pool of talent and benefit from the unique skills and perspectives that entrepreneurs bring to the table.

GenZ is Finally Taking Over Workplaces

The next generation is here and ready to take over the workforce. Meet Generation Z, the cohort born between 1997 and 2012, who are poised to bring fresh perspectives and new ideas to the table. They’re expected to make 27% of the workforce by 2025.

This generation is highly tech-savvy, socially conscious, and determined to make a difference in the world. As the oldest members of GenZ enter the workforce, understand their characteristics and preferences to attract and retain this talent.

GenZ values work-life balance, flexible work arrangements, and a sense of purpose in their careers. 70% of them actually say they’ll go find another job if you ask them to be full-time in-office. They are also concerned about the impact their work has on the environment and society. Companies that align with these values and offer opportunities for growth and impact will have a competitive advantage in attracting and retaining GenZ talent.

Federico Schiano di Pepe, Founder of Teachfloor says “To prepare for the next generation, companies need to think beyond just salary and benefits. Offering flexible work arrangements, professional development opportunities, and creating a positive company culture are key to attracting and retaining GenZ talent.” Additionally, companies can invest in reskilling and upskilling initiatives to provide GenZ employees with the skills and knowledge needed for the future.

AI and Automation To the Scene

In recent years, technology has revolutionized the way we live and work, and the recruitment industry is no exception. With the advent of artificial intelligence (AI) and automation, the hiring process has become more efficient, objective, and data-driven. As a result, organizations are embracing these technologies to streamline their recruitment processes, attract top talent, and improve their overall hiring outcomes. However, with any new technology, there are advantages and disadvantages to consider. Let’s talk about benefits first. 

One of the biggest advantages of AI and automation in recruitment is their ability to eliminate human biases and provide an objective evaluation of candidates. AI algorithms can assess resumes, cover letters, and other candidate data without being influenced by personal preferences or unconscious biases. That can help to create a fairer hiring process and increase diversity in the workplace.

Moreover, AI and automation can automate repetitive tasks such as screening resumes, scheduling interviews, and sending follow-up emails. This can save recruiters a significant amount of time and allow them to focus on more strategic tasks, such as building relationships with candidates and improving the overall candidate experience.

Another advantage of AI in recruitment is its ability to provide data-driven insights. By analyzing vast amounts of candidate data, AI algorithms can help organizations to identify patterns and trends that were previously not possible to see. That can provide valuable information on what works and what doesn’t in the recruitment process, allowing organizations to make data-driven decisions to improve their hiring outcomes.

However, AI and automation are not a cure-all solution for recruitment. For example, they can lead to a reduction in human interaction, which can negatively impact the candidate experience. There is a risk of replacing human decision-making with algorithms that are not always perfect.

To get the most out of AI and automation in the hiring process, approach them as a complement to, not a replacement for, human judgment. By combining the strengths of human recruiters and AI algorithms, create a recruitment process that is efficient, fair, and people-centered.

More Empathy in the Workplace

There has been a growing emphasis on creating empathetic work environments. Empathy in the workplace is the ability to understand and share the feelings of others. It involves creating a supportive, caring, and inclusive workplace culture that values and appreciates the well-being and happiness of employees.

Empathetic work environments have been proven to lead to higher employee engagement, productivity, and job satisfaction. In contrast, a lack of empathy in the workplace can lead to burnout, decreased morale, and high turnover rates. Creating an empathetic workplace culture is a process that starts with leadership. Leaders must lead by example and create a culture of trust and support. This can be achieved through open communication, actively listening to employee feedback, and fostering a sense of belonging.

Another key aspect of building empathetic work environments is offering support and resources to employees. This can include offering mental health resources, flexible work arrangements, and opportunities for professional development and growth.

Brad Anderson, Founder of FRUITION says “Employee recognition and appreciation are also important components of creating empathetic work environments. Regularly acknowledging and celebrating the contributions of employees goes a long way in boosting morale and creating a positive workplace culture.”

Building a Truly People-Centric Culture 

As the competition for talent increases, creating a truly people-centric work environment has become more important than ever. A people-centric workplace prioritizes the well-being and satisfaction of employees and creates a culture that supports their growth and development. That type of work environment not only attracts top talent but also boosts employee engagement and retention, leading to higher productivity and success for the organization.

The consequences of ignoring a people-centered work environment can be significant. High turnover, low employee morale, and poor customer satisfaction are just a few of the negative outcomes that can result. Employees who feel valued and supported are more likely to be engaged and motivated, resulting in increased productivity and profitability for the organization.

To create a truly people-centric work environment, organizations must prioritize the following:

  • Empathy: Showing understanding and compassion for employees’ needs and challenges.
  • Work-life balance: Allowing employees to have a healthy balance between work and personal life.
  • Employee development: Providing opportunities for employees to grow and develop professionally.
  • Recognition and rewards: Recognizing and rewarding employees for their hard work and contributions.

Embracing Diversity, Equity, and Inclusion (DEI)

Do we even need to mention it? 

As you strive to build a supportive and empathetic work environment, consider the role of diversity, equity, and inclusion (DEI) in the recruitment process. In today’s world, it’s essential to create a workplace that values and respects the unique perspectives and experiences of all employees. People care about it now more than ever. That’s why companies release their DEI reports each year. 

DEI initiatives can help companies build a more diverse and inclusive workplace, which can lead to improved employee satisfaction and engagement, increased productivity, and a better bottom line. To get started, assess your current DEI practices and identify areas for improvement. This may include training and education for employees, implementing policies and procedures that promote equity and inclusivity, and actively seeking out and hiring a diverse workforce.

Incorporating DEI into your recruitment strategy will not only help you attract and retain a more diverse and inclusive workforce, but it will also create a workplace that employees are proud to be a part of.

The Final Say: What’s the Key to Building a Team that’s a Happy Bunch in 2023?

Building a happy and productive team is the goal of every company, and yet, it can often feel like an elusive target. But what if we told you that the key to unlocking this mystery lies in a simple phrase: care for your people?

When employees feel like they are part of a supportive and empathetic work environment, they are more likely to be happy and engaged in their work. They will trust that their company has their back, even in uncertain times, and they will feel more secure and committed to their job. So, how do you build a company that employees can lean on? 

Start by creating a culture of empathy, where employees feel heard and valued. Encourage open and transparent communication, and make sure employees know that you’re there for them, no matter what. They shouldn’t be worried about AI replacing them, or taking their jobs. They shouldn’t be worried about you downsizing, and leaving them out of the blue in the storm of massive layoffs.

Provide them with the resources and support they need to do their best work, and recognize and reward their achievements. Lead by example. Make your employees a priority, and show them that you care about their well-being, both inside and outside of work. When your employees feel happy and fulfilled, they’ll be more productive, more engaged, and more likely to stick around.

Diversity in Your Hiring Strategy: The Importance of Communication

Recruiting and retaining a diverse team will yield significantly better results. McKinsey studies show that ethnically and gender-diverse teams yield significantly greater financial performance for companies, especially among executive teams. Diverse teams outperform less diverse teams by as much as a third or more.

Studies also show that diversity hiring helps organizations:

  • Expands their talent pool
  • Increase skills, talents, and experiences
  • Improve innovation and creativity
  • Improve problem-solving capabilities

Harvard Business Review research shows that more diverse organizations are significantly better positioned for companies looking to grow and expand into new markets. Diversity, equity, and inclusion (DEI) are also important to employees. Nearly three-quarters of employees agree or strongly agree that diversity in the workplace is essential.

Implementing and Ensuring Diversity in Hiring Strategy

In today’s job market, companies need to refine their hiring strategy if they want to attract a diverse pool of candidates.

Companies need to assess the marketplace and set realistic diversity hiring targets. This brings diversity to the forefront and helps organizations evaluate their current and future needs. How companies achieve those goals often comes down to how they communicate.

Setting clear expectations, objectives, and goals should be a top priority for organizations that want to improve workplace diversity.

Avoid Poor Communication

So, how do organizations avoid poor communication? Here are a few areas to evaluate to get started.

Review Job Ads

Poor communication can enter hiring practices inadvertently. To attract diverse talent, businesses need to be aware of how this happens. For example, Hewlett Packard’s tracking showed that men tend to apply for jobs if they have 60% of the qualifications. However, women tend to apply only if they meet 100% of the qualifications.

So, the more job qualifications listed, the fewer women are likely to apply. Stick to the core, must-have requirements, and avoid the laundry list to attract more diverse candidates.

Candidates from different countries may also have different skills, training, or degrees. So, requiring a specific educational background may discriminate against candidates that have different backgrounds.

Check Brand Messaging and Reputation

If companies have a poor reputation when it comes to diversity or send the wrong brand messages, diversity hiring is going to be an uphill battle. Take proactive steps to foster diversity within the organization. Review branding to ensure the images and messages used appeal to diverse candidates. For example:

  • Is there true diversity within your organization?
  • Do pictures of team members on websites or job boards reflect a diverse staff?
  • Do time off policies include more religious holidays or important events for diverse employees?
  • Are pay scales within the organization equitable?

Improve Listening Skills

Cultural groups may communicate differently, so it’s crucial to ask probing questions and listen carefully to the answers. Understand that when two people from different cultural groups are talking, the process may be slower and require follow-up questions to extract additional information.

This also helps to overcome any potential language barriers that exist.

For example, business communication styles in Western cultures tend to be direct, while other cultures tend to be more discrete in how they communicate. Active listening skills will be essential to avoid confusion.

This is especially important for employees that have to communicate in a language that is not their native language. They may be subject matter experts but have difficulty communicating in a second language.

Be Aware of Body Language

Different cultural groups have different norms for body language. Job applicants in the U.S. are coached to have a firm handshake and maintain eye contact with the hiring manager. Yet, many Far East countries perceive a strong handshake as aggressive. In some cultures, a limp handshake is a standard. Eye contact also varies across different groups. In some countries, strong eye contact is considered inappropriate and even confrontational.

There are plenty of other cultural differences when it comes to body language and gestures. Nodding is seen as a sign of acceptance or agreement in Western cultures, and in other cultures, a nod may signify acknowledgment rather than agreement. The OK sign and thumbs up may be perfectly acceptable in the U.S., but they are seen as extremely offensive and insensitive in some cultures.

HR teams and hiring managers need to be aware of these cultural differences and how they communicate when interviewing. So, next time a candidate doesn’t look you in the eye or offer a firm handshake, don’t judge them based on body language alone.

Help Diverse Hires Succeed

Some workplaces may struggle to successfully integrate diverse employees into their organization. This requires effective communication with current employees and the onboarding process for new hires.

Current employees need to understand the value of diversity in hiring and develop an appreciation for cultural differences. This is especially important for managers that may have to adapt their communication style to use inclusive language and account for cultural practices and norms. It can be easy to offend someone unintentionally by using the word words or communication styles.

New employees may need a mentor to help them navigate the existing cultural differences. Workplace norms that are taken for granted may be foreign concepts to those from different cultures. Mentors can help new hires better understand expectations and provide new hires with a person they can go to when they have questions or concerns without judgment.

Hiring and Retaining a Diverse Workforce

In most cases, improving hiring diversity and retaining a diverse workforce can be summed up in one word: Respect. When companies show respect for different cultures and genders, they provide a more positive, inclusive culture. That starts with the way leaders, managers, and team members communicate with each other and demonstrate respect.

6 Ways to Use ChatGPT for Recruiting Today

Even if you have been living in a cave, you’ve heard about ChatGPT by now. The viral sensation reached 1 million users within five days of going live. There are endless conversations about the impact of AI but very few concrete examples of how exactly this will change things.

To that end, I’d like to share with you some of the things you can use ChatGPT for today to help you become a more efficient TA professional. First, it is important to understand what exactly ChatGPT is.

In its own words: “ChatGPT is a language model developed by OpenAI. It is a type of machine learning model that has been trained on a large dataset of human-generated text, and is able to generate text in a similar style. It can be used for a variety of natural language processing tasks, such as language translation, text summarization, and text generation. ChatGPT can be fine-tuned to specific tasks or domains, and can also be integrated into other applications, such as chatbots or virtual assistants.”

It is important to note that while it is free for individual users, the tool itself is not free. However, only businesses using the API to make a large volume of calls will pay, and even then the cost is nominal, but it is important to note that it is not a free tool.

Because you have a million things going on you probably missed that Microsoft has recently announced 10 billion additional investments into the company. Microsoft CEO Satya Nadella was recently interviewed by Wall Street Journal Editor-in-Chief, Matt Murray at the World Economic Forum and indicated that Open AI would be included in all Microsoft products going forward. He had a lot to say about the future of knowledge work as well. If you haven’t seen it, it’s worth a view.

If you have yet to check it out, you can start here. Log in with your Google account or create a new one. I’ve always believed more in show than tell, so without further ado, here are some of the ways to use ChatGPT in your work today.

1. Write an Outreach Email

Write email outreach Chat GPT

Now that didn’t seem too… impressive to me. It seems like this is a standard outreach email, and that is the beauty and trick of using ChatGPT effectively. As a best practice, I recommend including three things when you ask ChatGPT-3 to write for you.

One specific, what you want to write, in this case, an outreach email to a python developer. There are two other things that you can ask the AI to do when you get it to write for you. You can also specify the length and “voice.”  While the above email seems generic and plain one extra command can make a difference. Interestingly it can remember what you asked previously, so I added the following command next.

Write email outreach Chat GPT.

You can tweak and change the email as you want. The interesting thing is that ChatGPT understands things like making it shorter, making it lighthearted, in the voice of Einstein, etc. The only limit is your imagination. I’ve even asked it to write emails in iambic pentameter.

2. Develop a Resume Summary

Develop resume summary with Chat GPT.

I put the entire text of my resume in the system, but I will not include the entire text here, within three seconds I had the following from ChatGPT-3:

Develop resume summary with Chat GPT.

3. Write Up a Candidate Pitch

Write candidate pitch with Chat GPT.

The chat also remembers the last thing you asked, so once you have the candidate summary you can use the AI to write the candidate pitch.

4. Write a Job Description

In the first prompt, I asked the system to write a job description for an Oncology RN,  then I asked the AI to modify it and make it shorter, and in the voice of Yoda, this was the outcome.

Write a job description with Chat GPT.

Write a job description with Chat GPT.

5. Write and Answer Interview Questions

Yeah, it’s that simple. See just how with this video tutorial.

Write and answer interview questions with Chat GPT.

6. Write a Boolean Search String

Write a boolean search string with Chat GPT.

While not yet perfect it potentially saves time and requires only a few minor tweaks to be used. I for one am not going to miss out on creating extremely long search strings. The AI took about three seconds to generate this list.

The more specific you are in your request, the better the output will be. You can be prescriptive in what is produced. Some examples of phrases to use include:

  • Use strong, persuasive language
  • Ask questions between paragraphs
  • Speak directly to the reader and make it personal
  • Include a call-to-action
  • Define the length (In 3 paragraphs, 256 words, shorter, etc.)
  • As types of poetry (Sonnet, haiku, iambic pentameter)
  • In the voice of, (Steve Jobs, a professional recruiter with 20 years of experience, Yoda)
  • Set the tone (Make it funny, light-hearted, sarcastic, foreboding)
  • Include or mention (“This specific thing”)

There are a number of good videos being produced on YouTube as well that share additional insights and use cases I strongly encourage you to spend 30 minutes in the next week looking at some of the material available.

Bonus Tip!

Sometimes ChatGPT refuses to cooperate and sometimes it is busy. The system will give you a clever message that the servers are busy and to check back later. When that happens, you can actually go directly to open AI’s playground. It doesn’t have the same restrictions and is much less likely to be unavailable due to traffic. It also allows you to make changes to the parameters that the system answers with.

Final Thoughts

ChatGPT is here to stay, and it is the first in what promises to be a host of AI and large language model tools. As many times in the past, I believe this new technology will change our industry. If you have been in this industry for more than two years, this has become a familiar cadence.

Like tools in the past, the best approach is to learn how to use them rather than to resist them. Undoubtedly we are at the beginning of a new age of AI-powered tools and as years of SCUBA diving have taught me, you can swim in the ocean, but you can’t change it. My advice for anyone reading this article is that it’s time to learn how to swim in the ocean, which is AI. We can’t change what is coming, all we can do is position ourselves as expert users.

Can Apple Continue to Dodge Mass Layoffs?

Although it’s happening in many industries, mass layoffs in the tech industry score national headlines. Yet, Apple is avoiding layoffs. Why and how?

Although it’s happening in many industries, mass layoffs in the tech industry score national headlines. In 2023, layoffs have affected some 80,000+ workers already. Google, Microsoft, and Amazon alone account for some 40,000 layoffs. Meta (Facebook), Twitter, Salesforce, Shopify, Stripe, IBM, PayPal, and others have announced layoffs in the thousands.

Recruiters aren’t being spared either. Many of these layoffs included sourcers and recruiters. In some cases, entire teams were let go.

Apple is seeing much of the same challenges other tech companies are facing. Its stock price dropped 27% in 2022 and the company’s latest earnings report showed the first decline in quarterly sales in more than three years.

Yet, Apple is avoiding layoffs. Why and how?

Apple Operates and Hires Differently

Apple runs a little differently than other companies. For example, compared to its tech rivals, Apple tends to operate very lean. They don’t tend to offer the laundry list of perks that other tech companies do, and they tend to hire at a slower pace.

More Methodical Hiring

Compare the hiring patterns at some of the major tech companies over the past three years:

  • Meta employment expanded by 94%.
  • Google employment grew by 57%.
  • Microsoft employment increased by 53%.

Yet, Apple only grew its staff by 20% during the same period. Although the company did scale back 100 contract recruiting jobs last August, so far mass layoffs have been avoided.

Industry analysts say Apple’s restraint in hiring during the pandemic is key to its ability to withstand economic challenges. While other companies added huge amounts of employees, Apple held off.

CEO Pay Cuts

There’s another significant step Apple took amid economic uncertainty. Tim Cook, Apple’s CEO, took more than a 40% cut in pay. While still set to earn an astounding $49 million in 2023, his comp package was reduced from $84 million in 2023. You can save a lot of jobs that extra $35 million.

FYI, CEOs at Alphabet (Google), Meta, and others didn’t take pay cuts.

So, No Layoffs at Apple?

 “We manage for the long term,” Apple CEO Tim Cook said during a February call with analysts. “We invest in innovation and people.”

That long-term thinking has paid off so far.

Tom Forte, senior research analyst at DA Davison predicts there will be reductions in headcount at Apple. Forte told Bloomberg Radio that the cutbacks are more likely to occur through attrition. Apple’s been vocal about employees returning to the workplace full time and that may shrink the ranks of employees who want to continue to work remotely. Forte expects any layoffs to occur at the retail level based on consumer demand.

Still, Forte says he sees an underlying structural shift in the tech industry. Despite record gains over the past five years, he says you can no longer count on these companies to automatically outperform other industries. “I think it’s a change in dynamics,” he said. “I think it’s something that’s going to continue to play out over the next 12 months.

Cook says they will work hard to avoid layoffs. “I view layoffs as a last resort kind of thing,” Cook told the Wall Street Journal. “We want to manage costs in other ways to the degree that we can.”

Still, he said, “You can never say never.”

What’s Next?

Right-sizing an organization and balancing employee headcount versus bottom-line expectations is always a challenge. Many companies overhired in the wake of the pandemic as consumer behavior changed. Now with slowing in eCommerce sales and digital advertising, companies are seeing growth patterns that align more closely with pre-pandemic levels.

What will happen next in hiring and recruiting? Expect more cutbacks across industries as companies right-size their organizations for the future. While mass hiring and layoffs in the tech industry get a lot of attention, hiring shifts are happening across nearly every industry.

Apple was more cautious than other tech competitors when it came to hiring and it looks like that decision is paying off so far — for both the company and its employees. As Cook notes, Apple is still hiring for strategic positions.